HOW RECRUITERS ARE ADAPTING TO AI. by David Rodríguez. Senior Client Partner at talent consultants Korn Ferry. A rtificial Intelligence is transforming the recruitment process and offers a number of productivity benefits. The research phase has become significantly faster. Mapping relevant companies and sectors previously took hours. AI does that now in minutes. AI can also add context like market movements, sector pressures, and organisational trajectory, so the assignment briefs we produce are more closely aligned with what the business truly needs. At the other end of the process, AI can produce candidate reports in a fraction of the time. But we never take the output at face value. AI tends to present overly positive assessments, so we fact check everything, add our analysis, and make sure the final report reflects a balanced, critical view. AI isn’t yet dependable for identifying individuals. That still relies on humans using LinkedIn, personal recommendations, networks, and our own database. It shouldn’t replace human judgement for job applicants either. Many people now use
conversations to validate candidates. That’s why WBS provides careers fairs and employer networking events, industry treks, alumni networks, and the WBS Global Mentoring Programme. It’s this combination of AI efficiency and human connection that separates successful candidates. 5 . Demonstrate initiative. In a competitive market, static experience is not enough. Employers are increasingly interested in what candidates are doing beyond their CVs. Shailza said: “I have been building my portfolio using AI. For example, I recently built a chatbot – a virtual version of Shailza. “If I’m not available, recruiters can ask the chatbot about my professional experience, whether I have experience in AI ethics and privacy, what certifications I have, and what I’m doing now. “I have also participated in several hackathons. It’s a great way to meet people from different industries and understand how AI is changing the dynamic.” Korn Ferry emphasises that adaptability, curiosity, and problem-solving are becoming core competencies in leadership roles. At WBS, we help our students and alumni to develop these skills using the Spotlight personality profiling tool, entrepreneurship clinics, development centres, simulations, and personalised coaching on developing a portfolio career. AI is not replacing the job search; it is redefining it. The candidates who succeed will be those who use AI strategically and maintain authenticity in their narrative.
Shailza Dubey Full-time MBA (2025)
STAR-method coaching, and mock interviews, ensuring students communicate with clarity and authenticity in their own voice. 3 . Develop AI literacy. Knowing how to ‘use ChatGPT’ is no longer enough. Employers increasingly expect candidates to understand which tools to use, when, and why. This means candidates must understand different tools (such as Claude and Gemini), recognise their strengths and limitations, and understand how to apply them to real-world problems. For example, Shailza uses Claude for brainstorming, ChatGPT for structured outputs, and NotebookLM for research synthesis. At WBS, we help our students to develop digital fluency through AI-focused modules, hackathons, and CareersPlus Afterskills workshops on generative AI and leading a data-driven team. 4 . Combine AI with human networks. AI can help you understand problems and prepare questions, but meaningful opportunities often come through people. With AI increasingly used to screen applicants, that human connection becomes even more valuable. Recruiters continue to rely on networks, referrals, and
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